Title VII of the Civil Rights Act specifically protects employees from more than sexual harassment discrimination in the workplace and cover protections based on race, religion, color, sex, national origin, sexual orientation, and transgender status. Title VII means employers cannot treat these protected classes of employees differently than they do any other employee in any part of the employment process; hiring, termination, work assignments, promotions, transfers, pay, and benefits. Claims of discriminatory treatment require an immediate investigation and that is where employers can make real mistakes. The Lynch Law Firm has conducted hundreds of investigations that allege Title VII discrimination. Our accredited investigators are highly skilled at discerning nuances based on the industry, interpersonal dynamics, and characters of the involved employees.
If you have a circumstance where an employee has reported or alleged that they are being discriminated against at work, reach out to Natalie Lynch today to discuss your concerns. Upon receipt of a discrimination complaint, your first task is to RESPOND. Your response must be prompt, appropriate, and consistent. You must be impartial, never defensive or dismissive, and remain open to the possibility even probability that the claim has merit. It can be risky for an employer to take any decisive action without consulting an expert. They may unintentionally reduce the quality of an investigation or act in a way that is perceived as retaliating against a victim.
At Lynch Law, we can help you resolve workplace discrimination claims before they become unmanageable and lead to a lawsuit. The Lynch Law Firm has AWI investigators, business psychologists, credentialed HR staff, nonprofit management professionals, and attorneys with decades of investigative experience.